how to create a competency-based training program - webinar 01.08.14

HOW TO

CREATE A COMPETENCY-BASED

TRAINING

PROGRAM

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How to Create a

Competency-Based

Training Program

A Completion Certificate will

be emailed within 24 hours

and a link will be shared at

the end of the webinar!

BIZLIBRARY.COM

Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary

BIZLIBRARY.COM

4,064 Courses. 25 Topic Areas. Unlimited Access.

POLL QUESTION

Are you currently using competencies in

your training program?

a. Yes! Just looking to get a few ideas today.

b. Not yet – we’re looking to implement competency-

based training in the next 6-12 months.

c. Not yet – we’d like to use competencies in our

program, but aren’t sure where to start.

d. No. Not sure if competency-based training is the right

solution for our company at this point.

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WHAT YOU’LL LEARN:

Why a sharp focus on key

competencies is more important

than ever.

The key characteristics of best-in-

class competency-based training

programs.

A straightforward seven-step

process any organization can use to

implement CBT today.

Does competency-based training

(CBT) remain a relevant in today’s

evolving workplace?

IT’S A VUCA WORLD…

VOLATILITY

UNCERTAINTY

COMPLEXITY

AMBIGUITY

Change and capacity to

adapt

Employee retention

Workplace

demographics

CHANGING

OUR LEARNING

STRATEGY

Demographics

Behaviors

Technology

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5%

39%

32%

24%

Mature/WWII

Baby Boomers

Generation X

Generation Y

THE WORKFORCE

Source: Bureau of Labor Statistics, (2012).

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BRING YOUR OWN DEVICE - BYOD

Source: Good Technology State of BYOD Report 2012

75.5%

13%

6.1% 5.1%

Currently Support

Planning to Support, Next

12 Months

Considering, But No

Specific Timeframe

Not Planning to Support

Competency-based training

focuses on identified workplace

behaviors essential to achieve

organizational strategic goals.

THE CBT APPROACH

Learner focused

Ability to do vs. knowing how

Focuses on skills, knowledge or

behaviors

Tied to strategic objectives

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ALIGNMENT

BUILD ON STRENGTHS

EMPLOYEE FOCUSED

SKILLS AND KNOWLEDGE

IMPROVED PERFORMANCE

KEY CHARACTERISTICS:

ALIGNMENT

…should be viewed as a process

guided by specific goals whereby an

organization makes continuous

adjustments…

EMPLOYEE FOCUSED

What key competencies actually

support the achievement of the

employee’s goals?

BUILD ON STRENGTHS

A variety of learning resources to serve

different learning styles and the

complexity of the new skills

and knowledge.

SKILLS AND KNOWLEDGE

Knowledge is gained with the purpose

of supporting performance.

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LEARNING MUST BE JUST IN TIME

AND JUST FOR ME

Michael Rochelle,

Chief Strategy Officer,

Brandon Hall Group

90% of Americans use their

personal smartphones for

work-related purposes.

One in five iPad owners use

their iPads for work.

Source: BYOD Insights 2013: A Cisco

Partner Network Study

IMPLEMENTATION PROCESS

Performance analysis

Establish competencies

Establish job role standards

Identify skill gaps

Individual development plans

Assess and measure

Performance Analysis

What skills and

behaviors are

critical to achieving

your organization’s

goals?

Establish Competencies

Organizational

values

Top performers

across job roles

Establish Job Role Standards

Benchmark top

performers

What does success

look like?

What do they do?

Identify Skills Gaps

Assessments

360 Reviews

Performance

Reviews

Employee

interviews

Individual Development Plans

Objective

information

Learning styles

Career plan

Manager support

INDIVIDUAL DEVELOPMENT PLAN

Name:

Position:

Manager:

Date:

CARRER PLAN Personal Mission Statement

SHORT-TERM CAREER GOALS (1-2 Years)

Area of Interest / Positions

Competencies/Skills/

Knowledge Needed:

(areas I need to develop)

LONG-TERM CAREER GOALS (3-5 Years)

Area of Interest / Positions

Competencies/Skills/

Knowledge Needed:

(areas I need to develop)

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OUTLINING COMPETENCY MODELS & MAPS

Competency Behavior Development

Resource

Target

Audience

Job Role

Resources, activities and development

opportunities, Elearning courses, videos,

books, workshops.

Job Family and Job-Specific

Competencies

Sales, Operations, Administrative,

Customer Service

Individual Contributor

Manager

Executive

Perform a particular job

at a successful level.

Demonstrated behaviors that

support the competency

Core Competencies

Cultural or organizational

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Measure

Performance

improvement

Behavior change

Organizational

capabilities

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[video]

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Makes Your Team a Hero [video]

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QUESTIONS

Use the Q&A

box in the lower

right hand

portion of your

screen.

Click the link in chat for

the completion

certificate. You will also

be emailed a link to the

completion certificate

within 24 hours.

Join us next week, Add Oomph to

Your Training with Short Videos

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Chris Osborn

Vice President of Marketing

cosborn@bizlibrary.com

@chrisosbornstl

Jessica Batz

Marketing Specialist

jbatz@bizlibrary.com

@jessbatz

@BizLibrary